A Human Resources Business Partner job interview focuses on assessing a candidate's ability to align HR strategies with business goals and effectively collaborate with leadership teams. Important aspects include demonstrating strong communication skills, strategic thinking, and experience in talent management and organizational development. Candidates should prepare to discuss real-world examples of influencing business outcomes through HR initiatives.
Tell me about yourself.
Focus on your professional background in human resources, emphasizing strategic partnerships and HR initiatives that align with business goals. Highlight your experience in workforce planning, talent management, and employee relations within financial services or similar industries. Demonstrate your ability to drive organizational change and support Discover Financial Services' mission through data-driven HR solutions and collaborative leadership.
Do's
- Professional Summary - Craft a concise overview of your career, focusing on human resources expertise and strategic partnership skills.
- Relevant Achievements - Highlight accomplishments related to talent management, organizational development, and collaboration with business units.
- Alignment with Discover Financial Services - Emphasize knowledge of financial services industry trends and how your experience aligns with the company's values and goals.
Don'ts
- Personal Details - Avoid sharing unrelated personal information such as hobbies or family background.
- Generic Responses - Steer clear of vague or overly broad answers that do not demonstrate specific skills or experiences.
- Negative Remarks - Do not criticize past employers or colleagues, as it can reflect poorly on your professionalism.
Why do you want to work at Discover Financial Services?
Highlight your alignment with Discover Financial Services' commitment to innovation, diversity, and customer-centric solutions. Emphasize your passion for fostering inclusive work environments and your expertise in HR strategies that enhance employee engagement and organizational growth. Demonstrate knowledge of the company's values and how your skills can contribute to Discover's mission of empowering financial well-being.
Do's
- Research Discover Financial Services - Highlight specific values, culture, and recent achievements that align with your career goals.
- Align Skills and Experience - Emphasize how your Human Resources expertise supports Discover's mission and business objectives.
- Show Enthusiasm - Express genuine interest in contributing to employee engagement and organizational growth at Discover.
Don'ts
- General Responses - Avoid vague answers that don't demonstrate knowledge about Discover Financial Services.
- Focus Solely on Benefits - Refrain from mentioning only salary or perks as reasons for wanting the job.
- Negative Comments - Do not criticize past employers or jobs when explaining your motivation for joining Discover.
What interests you about the Human Resources Business Partner role?
Express enthusiasm for strategic involvement in aligning HR initiatives with Discover Financial Services' business goals. Highlight interest in driving talent management, organizational development, and employee engagement to support a customer-focused financial services environment. Emphasize desire to leverage expertise in workforce planning and change management to enhance Discover's competitive advantage and culture.
Do's
- Research Discover Financial Services - Highlight specific aspects of the company's culture and values that align with your professional goals.
- Focus on HR Business Partner responsibilities - Emphasize your interest in strategic workforce planning, employee relations, and talent management.
- Showcase relevant skills - Mention your experience in cross-functional collaboration, data-driven decision making, and change management.
Don'ts
- Be vague or generic - Avoid giving overly broad answers that don't connect to the HR Business Partner role or Discover Financial Services.
- Focus solely on compensation - Do not prioritize salary or benefits when discussing your interest in the role.
- Ignore company values - Avoid neglecting how your aspirations fit with Discover Financial Services' mission, vision, or culture.
Describe your HR experience and how it relates to this role.
Highlight your experience in strategic HR functions such as talent management, employee relations, and organizational development, emphasizing initiatives that improved workforce performance and engagement. Illustrate your ability to partner with business leaders to align HR strategies with Discover Financial Services' goals, demonstrating a deep understanding of financial services industry challenges and compliance requirements. Showcase specific examples where your HR expertise contributed to business growth, risk mitigation, and fostering an inclusive, high-performance culture.
Do's
- Highlight Relevant HR Experience - Emphasize your background in talent management, employee relations, and organizational development that aligns with the Human Resources Business Partner role.
- Align with Company Values - Show understanding of Discover Financial Services' culture and demonstrate how your experience supports their mission and strategic goals.
- Use Specific Examples - Provide concrete examples of projects or initiatives where you influenced business outcomes through HR strategies.
Don'ts
- Avoid Vague Descriptions - Do not give generic statements; lack of specificity weakens your credibility.
- Do Not Overemphasize Administrative Tasks - Focus on strategic HR functions rather than routine administrative duties.
- Avoid Negative Remarks - Refrain from speaking negatively about past employers or experiences.
Tell us about a time you supported organizational change.
When answering the question about supporting organizational change for a Human Resources Business Partner role at Discover Financial Services, focus on demonstrating your experience in change management initiatives that improved employee engagement or operational efficiency. Highlight specific actions such as collaborating with leadership to communicate change, providing training or resources to teams, and measuring the impact of these efforts through employee feedback or performance metrics. Use data-driven examples that show your role in facilitating smooth transitions aligned with company values and strategic goals.
Do's
- Behavioral STAR Method -Use the Situation, Task, Action, Result framework to structure your response clearly.
- Change Management -Highlight specific strategies you employed to facilitate organizational change effectively.
- Collaboration -Demonstrate how you partnered with stakeholders and communicated changes to support employees.
Don'ts
- Negative Framing -Avoid focusing on resistance or failures without emphasizing solutions and positive outcomes.
- Vagueness -Do not provide generic statements lacking concrete examples or measurable results.
- Overloading -Refrain from giving overly detailed technical explanations that distract from your role and impact.
How do you build relationships with business leaders?
Demonstrate your ability to establish trust and credibility with business leaders by actively listening to their challenges and aligning HR strategies to support their goals. Highlight your experience in leveraging data-driven insights and market trends to provide tailored HR solutions that drive business performance. Emphasize consistent communication, collaboration, and proactive problem-solving to foster strong, long-term partnerships within Discover Financial Services.
Do's
- Active Listening - Focus on understanding business leaders' goals and challenges by paying close attention to their communication.
- Strategic Alignment - Align HR initiatives with the company's business objectives to demonstrate value and build trust.
- Consistent Communication - Maintain regular, transparent communication to foster strong, collaborative relationships.
Don'ts
- Overpromising - Avoid making commitments that cannot be realistically delivered to maintain credibility.
- Ignoring Feedback - Do not dismiss input from business leaders, as it is crucial for continuous improvement and partnership.
- Focusing Solely on HR Processes - Avoid emphasizing HR procedures without connecting them to business outcomes and leader priorities.
How do you handle conflicting priorities?
Demonstrate your ability to assess competing demands by prioritizing tasks based on impact to business goals and employee needs. Highlight experience using tools like project management software and regular communication with stakeholders to clarify expectations and adjust deadlines. Emphasize a collaborative approach that balances Discover Financial Services' strategic objectives with HR compliance and employee engagement requirements.
Do's
- Prioritize tasks - Demonstrate your ability to assess urgency and importance to effectively manage competing demands.
- Communicate clearly - Explain your approach to keeping stakeholders informed and aligned on priorities.
- Use collaboration - Highlight how you leverage teamwork and partnership to resolve conflicts and achieve shared goals.
Don'ts
- Avoid ignoring priorities - Never overlook or dismiss urgent tasks or stakeholder needs.
- Don't overcommit - Avoid promising more than you can realistically deliver under conflicting demands.
- Avoid negativity - Don't frame conflicting priorities as problems without showing proactive solutions or adaptability.
Describe your experience with employee relations issues.
When answering the job interview question about your experience with employee relations issues for a Human Resources Business Partner role at Discover Financial Services, focus on your ability to manage conflict resolution, ensure compliance with labor laws, and foster positive workplace culture. Highlight specific examples where you successfully addressed employee grievances, implemented corrective actions, and collaborated with leadership to improve employee satisfaction. Emphasize your knowledge of HR policies, negotiation skills, and your proactive approach to maintaining effective communication between employees and management.
Do's
- Specific Examples - Share concrete cases where you successfully resolved employee relations issues, highlighting your role and impact.
- Conflict Resolution Skills - Emphasize your ability to mediate conflicts and promote positive workplace relationships.
- Knowledge of Labor Laws - Demonstrate awareness of employment regulations and how you ensure compliance in employee relations.
Don'ts
- Vague Responses - Avoid general or abstract answers with no clear evidence or outcomes.
- Negative Talk - Do not criticize previous employers or co-workers when discussing past employee relations challenges.
- Overlooking Confidentiality - Refrain from disclosing private or sensitive details about employee issues.
Tell us about a time you resolved a conflict between employees or teams.
When answering a job interview question about resolving conflicts between employees or teams, especially for a Human Resources Business Partner role at Discover Financial Services, focus on demonstrating your conflict resolution skills, communication abilities, and HR expertise. Describe a specific situation where you identified the root cause of the conflict, facilitated open dialogue between parties, and implemented a fair, strategic solution that improved collaboration and productivity. Highlight measurable outcomes such as reduced tension, enhanced team performance, or successful alignment with company values.
Do's
- Specific Example - Share a clear, concise story highlighting the conflict resolution process and outcome.
- Empathy - Emphasize understanding each party's perspective to facilitate a fair solution.
- Collaboration - Highlight strategies encouraging teamwork and open communication during resolution.
Don'ts
- Blame - Avoid assigning fault to individuals; focus on the problem-solving approach.
- Vagueness - Refrain from general or unclear descriptions that lack measurable results.
- Negative Tone - Do not express frustration or negativity about the conflict or parties involved.
How do you ensure compliance with employment laws and regulations?
Demonstrate thorough knowledge of federal and state employment laws such as FMLA, ADA, FLSA, and EEOC regulations, and describe implementing regular training sessions and audits to ensure adherence. Explain collaborating with legal counsel and HR teams to update policies, review procedures, and maintain accurate documentation that aligns with Discover Financial Services' standards. Highlight using compliance software and staying current with regulatory changes to proactively identify and mitigate risks.
Do's
- Understand Employment Laws - Demonstrate comprehensive knowledge of federal, state, and local employment regulations relevant to the industry.
- Implement HR Policies - Highlight how you develop and enforce company policies to align with legal requirements and minimize risk.
- Conduct Regular Training - Emphasize organizing compliance training sessions to keep management and employees informed about legal updates.
Don'ts
- Ignore Updates - Avoid disregarding changes in employment laws or failing to adjust policies accordingly.
- Overlook Documentation - Never neglect maintaining accurate records that support compliance efforts and audits.
- Assume Compliance - Do not assume current practices are compliant without continuous review and improvement.
What HR systems and tools are you familiar with?
Highlight proficiency in widely-used HR systems such as Workday, SAP SuccessFactors, and ADP, emphasizing experience in managing employee data, payroll, and talent management modules. Demonstrate familiarity with Applicant Tracking Systems (ATS) like Greenhouse or Taleo to streamline recruitment processes. Emphasize the ability to leverage HR analytics tools for data-driven decision-making and improving workforce planning at Discover Financial Services.
Do's
- Applicant Tracking Systems (ATS) - Mention proficiency in popular ATS like Workday, Taleo, or Greenhouse to highlight recruitment management skills.
- HR Information Systems (HRIS) - Reference experience with HRIS platforms such as SAP SuccessFactors or ADP for employee data management expertise.
- Performance Management Tools - Discuss familiarity with tools like Cornerstone OnDemand or Lattice to demonstrate ability in employee development and evaluation.
Don'ts
- Vague Responses - Avoid general statements like "I'm familiar with some HR tools" without specifying names or functionalities.
- Irrelevant Tools - Do not mention systems unrelated to HR functions or the specific role you are applying for.
- Overstating Skills - Refrain from claiming expertise in systems you have not used extensively or are not confident with.
Give an example of how you used data to inform an HR decision.
Highlight a specific instance where you analyzed employee performance metrics or turnover rates to recommend a strategic HR initiative, such as a targeted training program or policy adjustment. Emphasize the tools and data sources used, like HRIS dashboards or employee surveys, to support your decision-making process. Share the measurable impact of your recommendation on workforce productivity, engagement, or retention at Discover Financial Services.
Do's
- Data-Driven Decision Making - Highlight specific instances where employee performance metrics or engagement survey results influenced HR strategy or policy changes.
- Quantifiable Outcomes - Provide measurable results, such as improvements in retention rates or productivity, stemming from data-informed HR interventions.
- Alignment with Business Goals - Demonstrate how data analysis supported organizational objectives and facilitated targeted talent management initiatives.
Don'ts
- Vague Examples - Avoid generic statements without concrete data or clear impact on HR decisions.
- Ignoring Confidentiality - Do not share sensitive or proprietary company data that violates privacy policies.
- Overgeneralizing - Refrain from attributing success solely to data without acknowledging collaboration or contextual factors.
How do you measure the effectiveness of HR initiatives?
Measure the effectiveness of HR initiatives by analyzing key performance indicators such as employee engagement scores, retention rates, and productivity metrics relevant to Discover Financial Services' business goals. Utilize data analytics tools to track improvements in talent acquisition efficiency, diversity and inclusion metrics, and training program outcomes. Collect qualitative feedback through employee surveys and manager assessments to identify areas for continuous improvement aligned with organizational objectives.
Do's
- Align with business goals - Explain how HR initiatives are measured based on their impact on overall company objectives and key performance indicators.
- Use data and metrics - Reference specific metrics such as employee engagement scores, turnover rates, and productivity improvements for evaluating effectiveness.
- Highlight continuous improvement - Emphasize the importance of regularly reviewing HR initiatives to refine strategies and enhance outcomes.
Don'ts
- Avoid vague answers - Do not provide generic or unclear responses lacking concrete measurement methods.
- Ignore stakeholder feedback - Never overlook the value of feedback from employees and leadership when assessing HR initiatives.
- Disregard alignment - Avoid evaluating HR initiatives in isolation without considering alignment to Discover Financial Services' strategic priorities.
Describe a time you delivered difficult feedback to a manager or employee.
When answering the question about delivering difficult feedback in a Human Resources Business Partner role at Discover Financial Services, focus on demonstrating clear communication, empathy, and professionalism. Share a specific example where you identified performance or behavioral issues, prepared thoughtfully for the conversation, and approached the feedback session with a solutions-oriented mindset, ensuring the recipient understood the impact and next steps. Highlight the positive outcome, such as improved performance or strengthened trust, aligning your response with Discover's values of integrity and collaboration.
Do's
- Be Specific - Provide a clear example of the situation and the feedback delivered to demonstrate your communication skills.
- Show Empathy - Highlight your understanding of the emotional impact of feedback and how you handled it with sensitivity.
- Focus on Outcomes - Emphasize positive results achieved through delivering the feedback, such as improved performance or resolution of issues.
Don'ts
- Avoid Blaming - Do not criticize the person excessively or place blame during the story.
- Don't Dodge Details - Refrain from giving vague answers that obscure your role or the nature of the feedback.
- Avoid Negativity - Steer clear of sounding confrontational or negative about the feedback process or involved parties.
How do you handle confidential information?
Demonstrate a strong commitment to maintaining confidentiality by describing specific protocols such as secure storage, limited access, and adherence to company policies like Discover Financial Services' data protection guidelines. Highlight experience with handling sensitive employee records, ensuring compliance with legal standards like GDPR or HIPAA, and using discretion in communication. Emphasize trustworthiness, ethical decision-making, and consistent training on confidentiality to protect both the company and its employees.
Do's
- Confidentiality - Emphasize your commitment to maintaining strict confidentiality in all HR matters.
- Data Protection - Highlight adherence to data protection laws such as GDPR and company policies.
- Discretion - Discuss using discretion when sharing sensitive information only with authorized personnel.
Don'ts
- Oversharing - Avoid revealing specific confidential details or client information.
- Inconsistency - Do not give examples that conflict with company privacy guidelines.
- Negligence - Avoid implying lax handling of confidential documents or conversations.
Tell us about a successful talent management program you implemented.
Describe a talent management program you designed that aligned with Discover Financial Services' strategic goals and enhanced employee development. Emphasize measurable outcomes such as improved retention rates, leadership pipeline growth, or increased employee engagement scores. Highlight your role in collaborating with business leaders, utilizing data analytics, and applying innovative HR technologies to drive program success and foster a high-performance culture.
Do's
- Quantify Results - Share specific metrics that demonstrate the success of the talent management program.
- Align With Business Goals - Emphasize how the program supported Discover Financial Services' strategic objectives.
- Highlight Collaboration - Mention partnerships with leadership and cross-functional teams to ensure program effectiveness.
Don'ts
- Generalize Outcomes - Avoid vague statements without measurable impact or clear achievements.
- Ignore Company Context - Do not overlook how the program fits within Discover's culture and industry-specific needs.
- Overlook Challenges - Refrain from skipping the discussion of obstacles and how they were overcome.
How do you stay current on HR trends and best practices?
Demonstrate proactive engagement with industry resources by regularly reading publications like SHRM, HR Dive, and Forbes HR sections. Highlight participation in professional networks, webinars, and Discover Financial Services' internal training programs to stay aligned with company-specific practices. Emphasize a commitment to continuous learning through certifications such as PHR or SHRM-CP and applying emerging HR trends to improve organizational performance.
Do's
- Industry Research - Regularly read HR publications and reports from reputable sources like SHRM and HBR to stay informed on emerging trends.
- Professional Networking - Participate in HR professional groups and forums to exchange knowledge and benchmark best practices.
- Continuous Learning - Enroll in relevant webinars, courses, and certifications to update skills and apply new HR strategies effectively.
Don'ts
- Rely Solely on Social Media - Avoid depending exclusively on social media platforms for HR information due to potential inaccuracies.
- Ignore Company-Specific Needs - Do not generalize trends without considering Discover Financial Services' unique business context and culture.
- Be Vague - Avoid giving generic answers; provide specific examples of how you actively stay current and implement new HR practices.
What strategies do you use for diversity, equity and inclusion?
Focus on showcasing practical strategies for promoting diversity, equity, and inclusion (DEI) such as implementing unbiased recruitment processes, facilitating employee resource groups, and conducting regular DEI training. Highlight experience with data-driven approaches to identify and address disparities, fostering an inclusive workplace culture that aligns with Discover Financial Services' commitment to equitable growth. Emphasize ongoing collaboration with leadership to embed DEI goals into business objectives and measure outcomes effectively.
Do's
- Diversity Initiatives - Highlight specific programs or practices you have implemented to promote diversity in hiring and team development.
- Equity Practices - Discuss methods used to ensure fair treatment and opportunities for all employees, such as pay equity analysis or unbiased performance reviews.
- Inclusion Strategies - Explain how you foster an inclusive culture through employee resource groups, training sessions, or open communication channels.
Don'ts
- Generalizations - Avoid vague statements without concrete examples or measurable outcomes.
- Ignoring Challenges - Do not overlook discussing potential obstacles or areas of improvement in DEI efforts.
- One-Size-Fits-All - Avoid suggesting uniform solutions without considering the unique needs of diverse employee populations.
Tell us about a time you influenced business strategy through HR insight.
Describe a specific instance where you analyzed workforce data or employee feedback to identify trends impacting business performance at Discover Financial Services. Explain how you collaborated with cross-functional leaders to incorporate these HR insights into strategic decisions that enhanced talent acquisition, retention, or productivity. Highlight measurable outcomes such as improved employee engagement scores, reduced turnover rates, or increased operational efficiency tied to your influence on business strategy.
Do's
- Provide specific examples - Share a clear instance where your HR insights directly impacted business strategy.
- Highlight data-driven decisions - Emphasize how you used HR metrics or analytics to influence strategic outcomes.
- Demonstrate collaboration - Show how you worked with business leaders to align HR strategies with organizational goals.
Don'ts
- Be vague or generic - Avoid broad statements without concrete examples or results.
- Ignore the business impact - Do not focus solely on HR processes without linking to overall business objectives.
- Overstate your role - Avoid exaggerating your influence or taking sole credit for collective efforts.
How would you support Discover's values and culture?
To effectively support Discover's values and culture, emphasize aligning your actions with their commitment to integrity, inclusion, and innovation by fostering transparent communication and collaborative teamwork. Highlight your proactive approach in promoting diversity and supporting employee development to enhance engagement and drive business results. Demonstrate your ability to model leadership behaviors that reflect Discover's customer-centric focus and continuous improvement mindset within the Human Resources Business Partner role.
Do's
- Research Discover's mission and values - Demonstrate understanding of the company's commitment to customer focus, innovation, and integrity.
- Align personal values - Highlight how your professional approach matches Discover's culture of collaboration and inclusion.
- Provide examples - Share past experiences that reflect promoting diversity, supporting employee growth, and driving business results.
Don'ts
- Use generic answers - Avoid vague statements that do not specifically relate to Discover Financial Services.
- Ignore company culture - Do not neglect to mention how you will foster a positive work environment aligned with Discover's principles.
- Overlook teamwork - Refrain from focusing solely on individual achievements without addressing collaboration and partnership.
What is your experience with performance management processes?
Highlight your familiarity with key performance management tools such as goal setting frameworks like OKRs and continuous feedback systems, emphasizing your role in aligning employee objectives with organizational strategy. Discuss your experience collaborating with managers to facilitate performance reviews, identify development opportunities, and drive talent growth through tailored coaching and training initiatives. Emphasize your ability to use data-driven insights from performance metrics to influence strategic HR decisions and foster a culture of accountability and high performance at Discover Financial Services.
Do's
- Prepare Specific Examples -Share detailed experiences managing performance reviews and improvement plans.
- Highlight Collaboration -Explain how you partnered with leaders to align performance goals with business objectives.
- Emphasize Continuous Improvement -Discuss how you used data and feedback to enhance performance management processes.
Don'ts
- Avoid Vague Answers -Do not provide generic statements without concrete examples.
- Don't Criticize Past Employers -Avoid negative comments about previous performance management systems or individuals.
- Steer Clear of Overgeneralizing -Don't assume all performance management processes are the same; tailor your response to the Discover Financial Services context.
How do you handle high-pressure situations or tight deadlines?
Demonstrate clear examples of managing high-pressure situations by emphasizing structured prioritization, effective time management, and proactive communication with stakeholders. Highlight your ability to remain calm under pressure, adapt quickly to changing priorities, and deliver results without compromising quality. Showcase specific instances where you successfully met tight deadlines while supporting HR initiatives that aligned with Discover Financial Services' strategic goals.
Do's
- Demonstrate stress management - Explain techniques like prioritization and time management to effectively handle pressure.
- Showcase problem-solving skills - Provide examples of resolving challenges under tight deadlines.
- Emphasize communication - Highlight maintaining clear communication with team members during stressful situations.
Don'ts
- Avoid negativity - Do not complain about pressure or stress, focus on constructive approaches.
- Don't exaggerate - Avoid overstating your ability to handle stress, give realistic scenarios.
- Don't ignore teamwork - Refrain from portraying handling pressure as a solo effort, teamwork is crucial.
Do you have experience supporting remote or hybrid workforces?
Highlight specific examples of managing or supporting remote and hybrid teams, emphasizing your experience with virtual collaboration tools like Microsoft Teams or Zoom. Discuss strategies you implemented to maintain employee engagement, productivity, and clear communication in diverse work environments. Showcase your ability to develop policies and provide HR support tailored to remote workforce challenges, aligning with Discover Financial Services' commitment to flexible and inclusive work models.
Do's
- Highlight Relevant Experience - Emphasize any past roles where you supported remote or hybrid teams, detailing your specific contributions.
- Showcase Communication Skills - Explain how you maintained clear and effective communication across dispersed teams, fostering engagement and collaboration.
- Mention Use of Technology - Discuss the tools and platforms you utilized to support remote work, such as HRIS systems, video conferencing, and collaboration software.
Don'ts
- Avoid Vagueness - Do not provide general statements without concrete examples or measurable outcomes related to remote workforce support.
- Ignore Challenges - Do not neglect to mention how you addressed common remote work issues like employee isolation, productivity tracking, or compliance.
- Overlook Company Culture - Do not fail to connect your experience with fostering a cohesive company culture in virtual or hybrid environments, especially within financial services.
Why are you leaving your current position?
Focus on positive motivations such as seeking new challenges, professional growth, or alignment with career goals when explaining why you are leaving your current Human Resources role. Emphasize your interest in leveraging your HR expertise to contribute strategically at Discover Financial Services and support its business objectives. Avoid negative comments about your current employer and highlight how the new opportunity aligns with your skills and aspirations.
Do's
- Focus on Career Growth - Emphasize your desire for professional development and new challenges that align with your career goals.
- Highlight Alignment with Company Values - Express interest in Discover Financial Services' mission and how it matches your values and skills.
- Maintain Positivity - Speak respectfully about your current or previous employer and avoid negative remarks.
Don'ts
- Criticize Current Employer - Avoid negative comments about your current company or management to maintain professionalism.
- Focus on Salary Only - Don't make compensation the primary reason for leaving as it may seem unprofessional.
- Provide Vague Answers - Avoid unclear or evasive responses that do not provide insight into your motivation or professional goals.
Do you have any questions for us?
Focus questions on Discover Financial Services' company culture, employee development programs, and how HR initiatives align with overall business strategy. Ask about challenges currently faced by the Human Resources team and opportunities for driving organizational change through strategic partnerships. Inquire about metrics used to measure HR success and how the Human Resources Business Partner role contributes to achieving Discover's business objectives.
Do's
- Company Culture - Ask about Discover Financial Services' work environment and values to understand how it aligns with your own.
- Role Expectations - Inquire about specific goals and success metrics for the Human Resources Business Partner position.
- Professional Development - Seek information on training, growth opportunities, and career advancement within the company.
Don'ts
- Salary and Benefits - Avoid asking about compensation or benefits too early in the interview process.
- Negative Topics - Do not raise concerns about past employee issues or company controversies.
- Overly Personal Questions - Refrain from asking questions unrelated to the job or professional environment.